International Journal of Advanced Research and Publications (2456-9992)

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Assessment Of The Performance Management System Of Ghana Health Service In The Central Region Of Ghana

Volume 4 - Issue 3, March 2020 Edition
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Godwin K. Yawotse, David Wellington Essaw, Elizabeth Cornelia Annan-Prah
Employee rewards (ER), objective setting (OS), performance appraisals (PA) performance management system (PMS), performance review (PR),
Performance management system renders numerous benefits to the implementing organisations. Ghana Health Service is one of the public sector institutions that practices PMS for higher productivity and effective service delivery. The purpose of this study was to assess the PMS at Ghana Health Service in the Central Region of Ghana. Simple random sampling technique was used to select health directorates for the study. Questionnaire was distributed to and collected from ninety-three respondents from the selected Health Directorate in the Central Region. The findings indicated that most employees performed their duties based on set objectives. The category of workers who sometimes had targets were the Community Health Nurses and Disease Control Officers. It was revealed that performance review as an aspect of PMS was intermittently organised. Meetings were held to review the performance of workers, challenge under performance and set new performance targets given the various health indicators. Performance appraisal, as an element of PMS, was somewhat conducted in Ghana Health Service. Employees of the service were sometimes appraised annually. But then thorough appraisal was done only when a staff was due for promotion. The results also indicate that employees were not rewarded based on their outputs. Reward was the usual compensation packages designed for the staff of the service. Extra hard work does not merit any other motivation or remuneration than the monthly salary. The study recommends that managers of Ghana Health Service should take appropriate steps to ensure all the elements of PMS are linked for the realization of its fullest benefits in Ghana Health Service. Employees should be appraised based on their given targets and rewards should be based on performance appraisal outcomes. Performance review should also be based the set objectives. Health Service Council should have a clear Human Resource Policy on the conduct of PMS: Target setting, performance appraisal, performance review and administration of appropriate rewards for deserving, hardworking and committed employees.
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